What is personal motivation?

Motivational techniques are ways that HR and management can find, together, to increase the interest of employees and, with that, improve their performance and the company’s results.

A global survey by Gallup indicated that only 15% of workers around the world are engaged in their professional activities. The adoption of motivation techniques is crucial to change this reality.

In addition, it is important to contextualize the techniques for the current moment, when the home office and hybrid work are popular and can affect the company’s results .

In this post, in addition to knowing the main techniques that HR can adopt to keep a company’s employees motivated and engaged, we will talk about the importance of all this and its possible results.

Do you know someone who still thinks that, just by having a job, a person should feel motivated, because they will have money to pay for their expenses?

For a long time, the idea that personal or collective motivation was linked to money prevailed.

In fact, receiving a fair salary is something that helps people to be involved in their work, but that’s not all.

Personal motivation is what drives us to perform certain activities , fulfill specific tasks.

With this in mind, it is easy to understand that money matters, but that the complexity of human beings leads us to several other factors that can be motivating or demotivating.

The importance of motivation

Especially once you know the concept, it’s easy to understand that lack of motivation can make it difficult for an employee to find the strength or drive they need to do their job well.

That’s why we talk about the importance of adopting motivational techniques in companies, something that can be understood as a strategy for business success.

The performance of each employee impacts the company’s results and unmotivated employees are unable to deliver their best .

Thus, even if they comply with the planned activities, by not doing them in the best way, they end up harming the performance of the team and the organization.

Perhaps it is necessary to remember or simply reinforce the idea that, without being able to count on people, an enterprise can hardly survive.

As we said, the days when offering a salary was the most employers could do are gone, as if the mere fact of offering a job opening was a favor.

Today we clearly see that this is not how things work, is it?

In addition to all the rights provided for in labor legislation, employers need to look for ways to recognize the importance of human capital to ensure the well-being of their employees.

Something that, as it should be, also implies keeping them motivated and satisfied with their assignments.

The impact of motivation on company results

In order for you to better understand why your company should adopt team motivation techniques, let’s talk about the impact that this strategy can generate. That is, we talk about possible outcomes. Check out!

1-More quality at work

Do you remember the explanation we gave about personal motivation? Believe me, one of the forces that drive employees to do their jobs is their state of mind.

Happy employees are 31% more productive and it has to do with motivation.

Keep in mind that motivating is not just presenting goals and suggesting that leadership follow, day after day, saying “go, you can do it!” as if he were a particular fan of each worker.

Part of the motivation strategies aim to promote team well-being and satisfaction with the work environment, as well as with the attributions that are given to each one.

That’s why we can say that a happier employee is an employee more motivated to achieve their goals and deliver with the highest quality .

This leads us to a scenario with fewer distractions, more involvement and commitment.

Motivation is an important factor to make a professional want to seek self-improvement, want to participate more in the presentation of solutions and be more willing to learn how to improve their deliveries.

That’s why the adoption of motivational techniques is about achieving better personal and team-level results.

Something that, consequently, results in better results for the company.

2-Reduction in turnover

Happy and motivated employees don’t want to leave their jobs. Thus, betting on motivation techniques helps to reduce turnover , something that also impacts the company’s cost reduction, which we will talk about later.

Research shows that 1 in 3 professionals cite boredom ― one of the signs of a lack of motivation ― as the main reason for leaving their jobs.

That’s because personal motivation also involves feeling useful and valued, as well as feeling challenged. 

When this doesn’t happen, professionals tend to lose interest in their work.

3-cost reduction

Have you ever stopped to think or even to measure how much your company spends in a high turnover scenario ?

It does not matter if the employee wanted to leave, contract terminations result in the payment of funds, especially since the possibility of dismissal by work agreement was regularized by the Labor Reform .

As if that were not enough, the termination of a contact leads to the need to invest time and money in a new selection process to fill the vacancy that was opened.

In the meantime, the performance of a team or the entire company can be compromised, which also generates financial losses.

This is why, by reducing turnover, the adoption of motivation techniques also reduces the company’s costs .

Something that is intensified if we consider that the loss of talent may imply the need to invest in training to train new professionals.

As a complement, we must also say that companies that have engaged employees tend to achieve a profit that is up to 21% higher than that recorded by other organizations.

4-Improving the employer brand

Employer brand is a concept that concerns how the employer brand, which is nothing more than the company, is seen by its employees.

When the employer brand is good, it means that workers view their work and their employer in a positive light.

In addition to everything that has been said so far and that certainly impacts this perception, we add that when a company invests in motivation techniques, it shows that it understands the importance of its human capital .

Otherwise, he wouldn’t mind creating conditions to motivate anyone.

This is another factor that contributes to improving the employer brand . Something that has the consequence of increasing engagement, reducing turnover and optimizing the process of attracting talent.

That’s because, it’s worth noting, happy and motivated workers speak highly of their jobs.

Thus, a positive view of the employer brand is built before the entire market and not just internally.

Top motivation techniques

Now that you know which agents are involved in the adoption of motivational techniques, it is time to know which are the main options for your company.

Some, you will notice, can be understood as essential, but they are not presented here by chance.

Perhaps a new look is needed to understand them from the point of view of their motivational power. Others may be more flexible.

In any case, it is important that you evaluate which ones best fit the context of your company to define how and when to implement them.

The adoption of motivation techniques is not done overnight, mainly because planning and consistency are needed. Check out!

1. Create suitable working conditions

Creating suitable working conditions is something that encompasses a number of factors.

If we take the context of an office, for example, quality lighting, good tables and chairs are the basics. Internet with good connection is the minimum.

We won’t go into detail about these factors, because we want to go beyond what you already know you need to have to create a good work environment on a physical and technological level.

We make just an addendum so that you pay attention to the necessary adaptations if your company hires PCDs .

Going further, the creation of adequate working conditions as a motivation strategy is directly related to the establishment of a more positive organizational climate .

2. Offer training and empowerment

Have you ever failed at something you needed to do with quality? It happens, but if the situation becomes commonplace and the person does not find ways to change this reality, it can end up being discouraged.

In a recruitment and selection process, HR does its best to find the best talent in the market and win their interest in the job.

However, even when this strategy works is not a guarantee that training or qualification courses will be unnecessary.

In fact, investing in updating employees with upskilling and related methods is necessary for the company to always have the most qualified professionals.

Doing so allows workers to feel increasingly prepared and confident to perform their duties . Therefore, it is a technique of motivation.

Those who are faced with the opportunity to learn and do something new or do something better feel more interested and engaged with their work.

3. Count on a career plan

Creating and implementing a career plan is a way of showing employees that the company values ​​the work offered and that there are many opportunities for growth within the organization.

Keep in mind that there are people whose professional ambition is to stay in the same position, maintaining stability for as long as possible.

However, for many others, professional motivation is in line with the idea of ​​having a successful career moving up the organizational hierarchy.

Having a career plan, therefore, is a way to keep employees interested, to make them understand that when they dedicate themselves on a daily basis and achieve good results, they can reach higher positions.

Can you understand now why this is a motivational technique? Well then!

4. Consider internal recruitment

And speaking of growth opportunities in the company, it is necessary to remember to put the career plan into practice by adopting a broad vision of possibilities.

With that in mind, let’s move on to something other than awarding promotions that make sense in a linear hierarchy.

Reskilling is nothing more than professional requalification. Something that consists of acquiring new skills, with the most common objective being to change the area of ​​professional activity.

By betting on this strategy, HR and leadership can identify employees who have the potential to change areas within the company and do well in their new roles , perhaps performing even better.

Having this possibility on the horizon is interesting, because it helps to reduce costs and favors the retention and good use of talent.

5. Bet on feedbacks

It’s not today that you hear about the importance of positive or constructive feedback , is it?

This type of feedback serves both as a guideline and as a motivational technique, because everyone doesn’t like to know they’ve done a job well done and be inspired by it.

Keep in mind that 77% of professionals say they would work harder if they had more recognition .

It is also important to emphasize that the motivating power of feedbacks can be even greater if there is openness to exchange.

This means that it is not enough for a leader to appear to praise or criticize, it may be interesting to make room for feedback from the employees as well .

Constructive feedback is an excellent opportunity to invite professionals to indicate possible solutions.